Profiles

Understading WORKING relationship

Profiles

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Psychometrics and People Skills

“Psychometrics” as a word is defined as the the science of measuring mental capacities and processes. It’s that simple.

We offer two different tools that are both tried and tested, researched and used by millions around the world for many different uses.

DiSC MBTI

From raising leadership to developing smarter communication, our tools come with a lot of power when in the right hands and with the right mindset.

Whether you are seeking to engage new crew, inspire existing crew, make tough decisions concerning your leaders, or develop greater self-awareness to gain better insight into how personality differences can effect performance and crew effectiveness. We have a selection of powerful tools, training, coaching and consultancy services.

Both the DiSC and MBTI® (Myers-Briggs Type Indicator) are widely used and accepted in tens of thousands of organizations around the world. Both are

  • Objective
  • Standardised
  • Reliable
  • Valid

Some type of four-dimensional model of behavior has been in existence since around 400 BC with Empodocles (air, earth, fire, and water), Hippocrates (sanguine, choleric, phlegmatic, and melancholic), Carl Jung in 1921 (thinking, feeling, sensing, and intuiting), and William Marston in 1928 (Dominance, Inducement, Steadiness, and Compliance).

 

What DiSC describes is observable behavior, the HOW someone does what they do. If you are a manager or leader, how do you manage or lead? In a D, I, S, or C, style or a combination?

The DiSC assessment focuses generally on work behavior and the hat the person was wearing when they took the instrument, while the insights revealed by the MBTI instrument apply to overall behavioral/personality type at home and at work.

The highest DiSC dimension plays a role similar to that of the dominant function in type theory, in that it is the dimension used most often and most comfortably, and most accessible when not stressed. When a person becomes highly stressed or in the ‘GRIP’ emotionally the results differ, but both tools offer ways to work in these situations.

MBTI brings to light ways of thinking and dealing with information. How we think about the world around us, make decisions, communicate and go about our day. DISC bring to light one’s behavioral style, that is, HOW we do what we do and what can motivate and stress us.

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Why use Psychometrics?

Generally when administered by a professional they are proven to:

People problems

  • Increase objectivity in crew/staff selection and development
  • Improve individual and interpersonal effectiveness
  • Enhance teamwork and organisational performance
  • Improve crew/staff performance, morale and retention
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Why is an understanding of personality relevant to the workplace on a yacht?

Understanding your own and others’ personality can lie at the core of feeling happy and fulfilled at work. Self-awareness and the motivation to empathise with others can be the trigger for concrete improvement in the quality of working relationships, and in overall performance and productivity.

Onboard a large yacht that may have anywhere from 7 to 60 crew that not only work together in teams, but also have to live together in close quarters, relationships add up to why many crew under perform or leave yachts prematurely. This can effect all roles from Captain to lower ranks on deck or interior. Superyacht crew relationships

Done in an ethical and credible way, psychometric assessments hit at the heart of who you are, which couldn’t be more relevant to the place where you spend so much of your life – onboard!

Some people still feel uncomfortable with the idea that something as intangible as ‘personality’ and ‘behaviour’ can be pinned down and measured with scores and results.

We recognise the uncertainty here but argue in favour that psychometric assessments add to traditional methods of assessment such as interviews where the personality and prejudices of individuals can determine the fate of a crew aboard a yacht. Psychometrics simply and quickly introduces a degree of objectivity based on many years of research and development by academics and psychologists working in the field.

Simply put, they work. Individual profiles are among the best predictors of job performance, and are even more powerful when combined with other performance reviews and people skills training.

Ready to get ahead with crew selection and performance click below to find out more

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